Table 2 Methodological steps of HRNI... | Emerald Publishing

Table 2

Methodological steps of HRNI

Dimension	Comprehensive description	Examples	Validation
Temporal Dimension	It focuses on understanding how organizational narratives, behaviors, and practices evolve. Capturing these changes provides a deeper insight into processes like adaptation, leadership development, and response to policy changes	Conduct repeated interviews during key milestones such as organizational restructuring or leadership transitions	Provides longitudinal insights, enabling tracking patterns, progress, and transformations in behaviors and decisions over time
		Use participant-maintained journals to track how their perspectives and emotions evolve during significant organizational events, such as mergers or crises	It offers a dynamic view of organizational processes, revealing shifts and adaptations that static snapshots cannot capture
		Study employee adaptation to new policies over a multi-year timeline to uncover the long-term impacts of organizational initiatives	Captures gradual changes and patterns in organizational and individual adaptation processes
Contextual Dimension	It embeds individual and group narratives within broader cultural, organizational, and environmental contexts. This approach highlights how external influences like organizational culture, industry trends, and societal expectations shape behaviors and decisions	Observe team meetings and decision-making processes to uncover the influence of informal norms and cultural practices	Ensures findings are within a broader system, connecting individual actions to organizational and cultural contexts
		Compare written policies, such as mission statements or diversity guidelines, with actual workplace practices to identify implementation gaps	Reveals discrepancies between stated organizational values and lived experiences, providing a richer understanding of systemic factors
		Analyze how external industry trends, regulatory mandates, or societal expectations influence leadership narratives and organizational policies	Contextualization links organizational behaviors to external pressures, creating a complete picture of influencing factors
Reflexive Dimension	It emphasizes critical self-awareness and collaborative approaches throughout the research process. Reflexivity enhances transparency, reduces researcher bias, and ensures that findings are co-constructed with participants	Maintain detailed reflexive journals where researchers document their assumptions, positionality, and evolving interpretations	Encourages researchers to critically examine their influence on data collection and analysis, ensuring balanced and unbiased findings
		Conduct iterative discussions with participants, encouraging them to revisit and refine their narratives based on new experiences or perspectives	Fosters collaboration, ensuring that participant insights and meaning-making enrich findings
		Validate findings with external reviewers or peer debriefing sessions to challenge assumptions and ensure robustness	Adds credibility to the research by incorporating diverse perspectives and mitigating bias
Integration and Synthesis	Combines insights from the temporal, contextual, and reflexive dimensions into a unified framework. This step ensures a multidimensional understanding of the data, linking micro-level narratives with macro-level systems	Merge findings from longitudinal interviews, observational data, and reflexive journals to reveal hidden dynamics like informal power structures	Creates a cohesive analysis that connects individual experiences with systemic organizational patterns and structures
		Synthesize participant narratives with organizational policies to understand systemic barriers to diversity initiatives	Enables actionable insights by connecting lived experiences to organizational and cultural frameworks
		Present findings holistically, linking changes in individual behavior to more significant organizational dynamics and external pressures	Ensures comprehensive findings, addressing theoretical and practical implications for organizational research and management

Dimension	Comprehensive description	Examples	Validation
Temporal Dimension	It focuses on understanding how organizational narratives, behaviors, and practices evolve. Capturing these changes provides a deeper insight into processes like adaptation, leadership development, and response to policy changes	Conduct repeated interviews during key milestones such as organizational restructuring or leadership transitions	Provides longitudinal insights, enabling tracking patterns, progress, and transformations in behaviors and decisions over time
		Use participant-maintained journals to track how their perspectives and emotions evolve during significant organizational events, such as mergers or crises	It offers a dynamic view of organizational processes, revealing shifts and adaptations that static snapshots cannot capture
		Study employee adaptation to new policies over a multi-year timeline to uncover the long-term impacts of organizational initiatives	Captures gradual changes and patterns in organizational and individual adaptation processes
Contextual Dimension	It embeds individual and group narratives within broader cultural, organizational, and environmental contexts. This approach highlights how external influences like organizational culture, industry trends, and societal expectations shape behaviors and decisions	Observe team meetings and decision-making processes to uncover the influence of informal norms and cultural practices	Ensures findings are within a broader system, connecting individual actions to organizational and cultural contexts
		Compare written policies, such as mission statements or diversity guidelines, with actual workplace practices to identify implementation gaps	Reveals discrepancies between stated organizational values and lived experiences, providing a richer understanding of systemic factors
		Analyze how external industry trends, regulatory mandates, or societal expectations influence leadership narratives and organizational policies	Contextualization links organizational behaviors to external pressures, creating a complete picture of influencing factors
Reflexive Dimension	It emphasizes critical self-awareness and collaborative approaches throughout the research process. Reflexivity enhances transparency, reduces researcher bias, and ensures that findings are co-constructed with participants	Maintain detailed reflexive journals where researchers document their assumptions, positionality, and evolving interpretations	Encourages researchers to critically examine their influence on data collection and analysis, ensuring balanced and unbiased findings
		Conduct iterative discussions with participants, encouraging them to revisit and refine their narratives based on new experiences or perspectives	Fosters collaboration, ensuring that participant insights and meaning-making enrich findings
		Validate findings with external reviewers or peer debriefing sessions to challenge assumptions and ensure robustness	Adds credibility to the research by incorporating diverse perspectives and mitigating bias
Integration and Synthesis	Combines insights from the temporal, contextual, and reflexive dimensions into a unified framework. This step ensures a multidimensional understanding of the data, linking micro-level narratives with macro-level systems	Merge findings from longitudinal interviews, observational data, and reflexive journals to reveal hidden dynamics like informal power structures	Creates a cohesive analysis that connects individual experiences with systemic organizational patterns and structures
		Synthesize participant narratives with organizational policies to understand systemic barriers to diversity initiatives	Enables actionable insights by connecting lived experiences to organizational and cultural frameworks
		Present findings holistically, linking changes in individual behavior to more significant organizational dynamics and external pressures	Ensures comprehensive findings, addressing theoretical and practical implications for organizational research and management

Source(s): By author